Hitting the bulls-eye in an interview is about eliminating common interview mistakes, and performing interview best practices. Even in a down job market, people are being hired all the time. Why shouldn't it be you?

1. Advanced techniques and strategies to
outpace, outsmart, and outperform your
job search competitors.
Greg David, President
Laka & Company / Hire Evolution Inc.
312-528-9107
Greg.David@Laka.com
www.laka.com
www.linkedin.com/in/gregdavid
https://twitter.com/gregdavidlaka
“Hitting the Bulls-Eye”

2. ONTARGET
THE FOCUS IS NEGATIVE.

3. ONTARGET
When an organization needs to hire, it does not look for value
in applicants. That would take too much time to interview
each and every applicant. The time and cost to hire would
make hiring cost and resource prohibitive.
Instead, organizations use a “funnel approach” much the same
way responses to RFP’s or RFI’s are evaluated.
By applying critical data points to quickly reduce the number of
applicants to a manageable talent pool, an organization can
manage its resources and expenses more responsibly.
This occurs in screening resumes, in interviews, and in
comparing candidates throughout the interview process.
Firms focus on ruling people out, not looking for value. It is a
productivity and process issue, and it is not personal.

4. ONTARGET
The key to managing a successful job search is producing the
highest amount of activity in the shortest period of time, with as
many of the administrative and “low return” tasks being
automated.
Low return tasks are searching for jobs to apply to, and sending
resumes to recruiting firms and corporations (tips on how to
automate this and generate much higher job search activity is
covered in my other presentations).
However, even with high activity, many job seekers continue to
come in a bridesmaid, never a bride.
Coming in number two is the same as coming in number 200. There
still is no job offer, and close doesn’t count.
Today you will learn how to use advanced techniques
that improve your chances of coming in number one, and
getting that job offer!

5. ONTARGET
THE BEST CANDIDATES ARE RARELY HIRED.

6. ONTARGET
Firms hire people who perform better in the
interview and interview process:
The most qualified candidates and the candidates
getting the offer are usually not the same person.
The key to success is two-fold:
1) Avoid committing interview suicide.
2) Perform more interview ‘best
practices’ than the other candidates.

7. ONTARGET
In other words, when it comes to interviewing:

8. ONTARGET
HISTORICAL RECOLLECTION.

9. ONTARGET
HISTORICAL RECOLLECTION is CRITICAL!
Historical recollection is when you mentally reflect on
work related events and experiences that you may use
as examples in the course of interviewing.
Not doing historical recollection prior to an interview
significantly lowers the probability you will be selected
to pass on to the next layer of interviewing.
Not doing historical recollection is the equivalent
of flying by the seat of your pants.
It is crucial to do for phone and face to face
interviews alike.

10. ONTARGET
MOST appear ASLEEP!
When qualified candidates are ruled
out during an interview, it is usually
due to:
(1) Lack of preparation prior to the
interview.
(2) Lack of “historical recollection”
in anticipation of the interview.

11. ONTARGET
It is a FERMENTATION
PROCESS!

12. ONTARGET
The best way to perform “historical
recollection” is to identify the probable
criteria that the firm will evaluate you
against (see later slides on behavioral
interviewing for examples).
At the top of each page of a legal pad, list
a single criteria that you feel you’ll be
measured against.
Under each criteria, ‘brainstorm’ about
useful examples to cite during the
interview.
This ‘fermentation process” is essential for
you to be able to compete and win during
the interview.

13. ONTARGET
MIRRORING.

14. ONTARGET
What is “Mirroring”?
Wikipedia defines mirroring as the behavior
in which one person copies another person
usually while in social interaction with
them.

15. ONTARGET
Most people focus on THEMSELVES in an interview rather
than the needs and wants of the hiring manager/firm.
So to the hiring manager/team, they appear like this
when it comes to mirroring: DISTORTED!

16. ONTARGET
The key is to crisply create an attractive reflection.
Work to make yourself appear
to be an exact reflection of
what they want.
FOCUS ON MIRRORING when
you apply, tailor your resume,
cover letter, complete
application, email, and
interview.
This will radically enhance the
odds you keep “making the
cut” at each turn of the
interview process.

17. ONTARGET
You want to create this:
NOT:

18. ONTARGET
A word of caution when MIRRORING!
Avoid stating that you see yourself as an exact fit,
perfect fit, or are the best available candidate
for the role.
This type of behavior alienates your audience and
causes you to miss a critical opportunity to
demonstrate humility.
In addition, since not all requirements are
shared with the job seeker, you also will
protect yourself from looking foolish.

19. ONTARGET
MIRRORING TIPS TO FIND OPENINGS.

20. ONTARGET
Mirroring tips to find positions to apply to or firms to
apply to:
1) Do a Campaign Based Job Search (see my other
presentation on this connected to my LinkedIn
profile).
2) Search LinkedIn for firms you have worked at.
Examine the returns for:
a) Other firms that past employees have gone
to work at.
b) Common schools of employees—then search
on what firms like to hire from those schools.

21. ONTARGET
3) Companies on LinkedIn may also have a “group
page”. Expand your searches to include groups.
4) Search the new hires for an organization to see
where they are coming from (industry and name of
company). Can you mirror them?
5) LinkedIn will also provide links to recent new
articles on firms you do research on.
6) Recent activity (click on all activity) will tell you
where people have recently gone to from that firm.

22. ONTARGET
All is fair in love and war: LINKEDIN “telegraphing”.
Targeting people with a similar skill set to yours, take
note when these LinkedIn users begin following a
particular entity. This is called “telegraphing”.
Often, they follow the firm due to an opening that exists.
You can learn of jobs that are viable for you, by
“telegraphing”, or watching what organizations
these people follow.
****You should exercise care if you follow others.
Who is telegraphing you?

23. ONTARGET
Use search engines, job boards, group directories to
find resumes, CV’s, employment profiles, or BIO’s.
1) Find out where past peers have worked, or gone to
work so you can target those firms/industries.
2) You can also use alumni, association, user group,
and SIG (Special Interest Group) directories.
3) Also search volunteer groups, faith based groups,
and social groups to find people like you and where
they work.

24. ONTARGET
MIRRORING TIPS WHEN APPLYING.

25. ONTARGET
Inject THEIR WORDS into your email, application,
resume, cover letter, etc.
1) Get THEIR WORDS from their website, annual report,
articles written about the firm, press releases, webinars,
brochures, or letters from the CEO or executive team.
Search the Internet to learn how they describe
themselves, their culture, their employees, their mission
statement, etc.
a) Mirror them by using THEIR words to
create synergy, parallels, and alignment.
B) Rewrite your resume whenever possible
using their lingo, keywords, and hot
buttons.

26. ONTARGET
MIRRORING TIPS FOR THE INTERVIEW.

27. ONTARGET
Always be your ‘professional self’ and
be honest (but not to a fault).
1) Mirror the handshake/greeting.
2) Mirror their speech (volume, rate of speed).
3) Mirror their body language (make it subtle and slow).
4) Mirror their formality (but don’t get too informal).
5) Mirror their message (use their lingo).
6) Mirror their energy.
7) Only mirror relaxed dress if you are told to do so and it is
not a test (ask your recruiter or do some homework).

28. ONTARGET
Warning about MIRRORING on the
interview:
1) Do NOT mirror negative behavior whether it be verbal
(swearing, negativity, speaking ill of past employers, etc.),
or physical (crossing arms, not smiling, hands under the
table, etc.).
2) Don’t mirror their every move, nor mirror right away.
Always vary the adjustment time (anywhere from 5-15
seconds), but be careful not to do it too much.

29. ONTARGET
If you are ‘caught’ mirroring on the
interview--- go to a 4 point position:
(1) Smile pleasantly but not overly.
(2) Hands and arms open in lap, on table, or taking
notes.
(3) Face the other person directly.
(4) Sitting straight with both feet on the ground.

30. ONTARGET
Mirroring should CHANGE UP!
You should mirror each person differently both in providing
data, and in mirroring verbal, non-verbal physical
attributes.
Ask each person you meet:
(1) What are the most important qualities in the
person you hire from your perspective?
(2) What is the biggest challenge you see for
someone new coming in, in this capacity?
(3) What are you most concerned with in filling this
role?

31. ONTARGET
MIRRORING AFTER THE INTERVIEW.

32. ONTARGET
Mirroring after the interview: CRITICAL
ALWAYS send a thank you note to each person, but
ALWAYS make it personal and unique.
1) Inject data that you gleaned from the
interview and use their lingo.
2) Directly tie how you are a solution to their
pain.
3) Show direct interest and enthusiasm for the
role.

33. ONTARGET
More MIRRORING after the interview:
1) If they are amenable to receiving it, send examples
of work with their language and culture added where
possible.
2) If it will be well received, send articles relevant to
the role, issues with the role, upcoming initiatives,
and layer into the email, their language, information
gathered in the interview, and anything that can “tie”
you to their culture.
***Be careful not to come off as over the top, or
stalking.

34. ONTARGET
“Playing poker” during the interview, only
means one thing:
You are outdated. The days of playing hard to get are
over. People who do this are ruled out for lack of
enthusiasm, passion, and interest.

35. ONTARGET
BEHAVIORAL INTERVIEWING.

36. ONTARGET
What is behavioral interviewing?
Wikipedia defines behavioral interviewing as a type of
interview based on the notion that a job candidate’s
previous behaviors are the best indicators of future
performance. It is also known as competency-based
interviewing.

37. ONTARGET
Behavioral interviewing often targets certain areas:
Ability and accomplishment
Adaptability
Ability to influence, persuade, or lead
Ability to deal with change, stress, or conflict
Critical thinking
Decision making
Flexibility
Focus on others (i.e. clients, stake holders, peers, partners,
end users)
Listening skills
Problem solving
Professionalism
Results orientation
Self confidence
Teamwork

38. ONTARGET
Behavioral interviews begin with:
Tell me about a time when you…
Describe a situation when….
Give me an example of….
What are….
When did you….
How do you normally/typically/usually…

39. ONTARGET
In behavioral interviews you need to be:
Specific and detailed in answers.
Data driven in your answers.
Careful to avoid tangents.
Prompt in answering the question.
Careful to share information that can be verified.
A smooth, inviting ‘story teller” that engages the listener.

40. ONTARGET
Use the STAR technique in behavioral
interviews:
Describe the Situation or Task.
Describe the Action you took in response (be careful to
include what you did, not others).
Describe the Results (the outcome and what you may
have learned as result).

41. ONTARGET
Examples of behavioral interview questions:
Describe a time when you set a goal.
Describe a situation when you had to resolve conflict.
Describe when you had to enforce a policy you did not
agree with.
Tell of a time when you were given conflicting direction.
Give an example of when you were faced with making an
unpopular decision.
Share when you were able to persuade someone.
Tell of a time when you failed.
.

42. ONTARGET
GROUP OR PANEL INTERVIEWS.

43. ONTARGET
Group or panel interviews are:
1) When a single job candidate is interviewed by a
group of interviewers.
OR
2) When multiple job candidates are interviewed at
the same time, in the same room, by the same
interviewer(s).

44. ONTARGET
Group/panel interviews measure how well you:
1) Perform under stress.
2) Interact with others.
3) Work well in teams.
4) How logically you reach conclusions.
5) Listen to others.
6) Persuade, influence, and lead others.
7) Communicate.
8) Deal with change.
9) Demonstrate maturity.

45. ONTARGET
Tips for group/panel interviewing:
Demonstrate:
1) Problem solving.
2) Leadership.
3) Listening skills.
4) Ability to analyze and gather critical information.
5) Decision making.
6) Negotiation and persuasion skills.
7) Communication and presentation skills.
8) Ability to handle stress.
9) Creativity.
10) Humor, if appropriate.
11) A positive mental attitude.
12) Respect, courtesy, and friendliness.

46. ONTARGET
STRESS INTERVIEWS.

47. ONTARGET
Stress interviews are conducted to
determine:
How a job candidate:
1) Handles stress and responds under pressure.
2) Thinks quickly.
3) Listens.
4) Deals with change.
5) Maintains a sense of balance.
6) Gets along with others in tense situations.
7) Resists knee jerking.

48. ONTARGET
TIPS FOR STRESS INTERVIEWS.

49. ONTARGET
1) Relax, and remain calm. Smile and stay positive.
2) Practice deep breathing, and smiling.
3) Demonstrate balance and confidence but not arrogance.
4) Listen carefully to the questions.
5) Pause if necessary to think, or ask them to rephrase the
question.
6) Do not react to negative responses. They may
intentionally try to see if you argue or get defensive.
7) Psych yourself up to “enjoy” the experience.
8) See it as a challenge you can learn from, or a game you
enjoy winning.

50. ONTARGET
CASE INTERVIEWS.

51. ONTARGET
A case interview is:
When a job candidate is put into a timed (normally 15-30
minutes of time) situation in which to work through a
business problem.
They are used to demonstrate how well a job candidate
may assess a situation, analyze data, quickly make
decisions, determine multiple positive solutions, move
towards a logical “best solution” outcome, and resolve the
issue or situation.

52. ONTARGET
TIPS FOR CASE INTERVIEWS.

53. ONTARGET
Do research (www.vault.com or www.google.com).
Practice before an interview based on case interview examples
you can learn of online or in interview preparation books.
Listen carefully to the question, and ask for clarification if
necessary.
Pause to think through your answer and select your answer
carefully. Never begin answering immediately.
There is usually no single “right” answer. They
want to see how you think, process a situation,
arrive at a sound solution, work under stress, and
communicate.

54. ONTARGET
TECHNICAL INTERVIEWS.

55. ONTARGET
Tips for technical interviews:
If interview is by phone, avoid using a cell phone.
If you are uncertain as to the correct answer, don’t guess.
Be forthright with the person doing the interview.
Have pen and paper available so you can take notes.
Relax and take your time when answering.
Be prepared. Know the requirements and duties of the role
prior to the interview.

56. ONTARGET
TELEPHONE INTERVIEWS.

57. ONTARGET
Phone interviews put you at a disadvantage:
Over 50% of all phone interviews have a
negative outcome.
You lose the ability to “read” the person
interviewing you.
Most people are not skilled in how to
do phone interviews.

58. ONTARGET
Telephone interview “best practices”:
Use a landline only.
Sit, do not stand or pace.
Have resume in front of you.
Force yourself to take notes, and have several pens
available.
Have a copy of the job description if possible.
Have a mirror available to measure how often you smile.
Smile throughout the entire phone interview.
Sit up straight and breathe calmly.
Have prepared questions to ask if given the opportunity.
Avoid use of jargon, slang, or verbal crutches (i.e. um, uh,
ah, etc.).
Be formal in your speech (yes, not yeah or uh huh, etc.).

59. ONTARGET
MEAL INTERVIEWS.

60. ONTARGET
The purpose of a meal interview is to further put you
under the microscope, so…
Avoid the blunder that you are close to an offer. You are
equally as close to a rejection.
If you do not have terrific table manners, learn some
quickly.
Order an item that is easy to eat, and still allows you to
interview. Avoid foods with a strong odor, or that are pricey.
Follow the lead of the interviewer in all choices.

61. ONTARGET
Some overlooked meal interview basics:
Sincerely thank the interviewer for lunch.
Do NOT take leftovers with you.
Do NOT season your food prior to tasting it.
Be polite (please, thank you, etc.) to EVERYONE—wait staff
included.
Silverware: start at the outside and work your way in if
there is a full silverware setting.
Watch your elbows, body language, speaking while eating,
etc.).

62. ONTARGET
STRUCTURED VS UNSTRUCTURED INTERVIEWS.

63. ONTARGET
Structured interviews are more formal interviews
where candidates are asked the same questions, in
the same order.
Unstructured interviews are more free-form
allowing for greater flexibility and less restriction.
These can be dangerous for an unskilled or “gabby”
interviewee since there is much opportunity to
speak in error, without careful reflection, or to go
off on a tangent (the kiss of death in interviews).

64. ONTARGET
NOTE TAKING. ONLY FOR WINNERS.

65. ONTARGET
Here is what it says about you:
Doesn’t take notes in interview:
Arrogant.
Doesn’t care about the
interviewer or their thoughts.
Isn’t interested in the role.
Doesn’t respect their time nor
the time of the firm.
Makes decisions carelessly.
Reactionary in decision making.
Lacks intelligence.
Unskilled.
Low performer.
Irresponsible.
Takes notes in interview:
Respectful.
Courteous.
Interested in role.
Careful with their time,
resource, organization.
Makes data driven decisions.
Carefully makes decisions.
Intelligent.
Skilled.
Achievement focused.
Goal oriented.
Responsible.

66. ONTARGET
Note taking is perhaps the single most
IGNORED important action item:
There is a significant correlation between
taking notes, and advancing through
the interview process.
Firms rule out people who don’t take notes.
People who take notes, have a much
greater chance of getting a job offer,
and a HIGHER offer!

67. ONTARGET
Asking questions is the 2nd most ignored & fatal action
item:
What do you feel is most important in
the person you hire? What else? What
else?
How do I compare to others performing
this duty?
How do I compare to others you are
interviewing? How am I stronger?
How am I not as strong?
What do you feel are my strengths for
this role?
What do you feel are my challenges for
this role?
How do I compare to your ideal or
“dream” candidate?
What can I do to strengthen my
candidacy?
What concerns do you have about my
background?
What do you like most about my
experience?
What can I provide you (i.e. examples
of work) to help you evaluate my
candidacy?

68. ONTARGET
Have 25 written questions prepared prior:
Have 5 questions tailored to the job
description and scope of responsibility.
Have 5 questions tailored to the
organization and issues in the
organization.
Have 5 questions tailored to the
industry and issues in the industry.
Have 5 questions targeted at the
immediate challenges of the role.
Have 5 questions specific for the
interviewer.
5 good foundational questions:
1) What do you enjoy most about
working here?
2) What is the best advice you can give
to someone who will be working
here?
3) What skills are most important in
someone to be hired for this role?
4) What qualities are most important
in someone to be hired for this role?
5) What do you wish you can alter,
modify, or change about the firm or
industry?

69. ONTARGET
Have a well prepared, articulate presentation on WHY!
Not that you will give it, but have an
articulate, data driven, prepared
presentation on why you want to work:
1) For this company.
2) In this industry.
3) For this hiring manager.
4) With this team.
5) In this role or capacity.
6) On this initiative.
Be able to deliver it
impromptu!
You will want to WOW them in
addressing these points with:
1) Data and research(deep and wide).
2) Enthusiasm and passion.
3) Sincere interest.
4) Genuine warmth.
5) Mature desire.
6) Your opinion that this would be fun,
and more like a hobby than a job.
7) Positive energy.
8) Friendliness.
9) Evidence of responsibility, maturity,
and global vision.
10) Alignment with your goals.

70. ONTARGET
MAKE THEM FALL IN LOVE WITH YOU.

71. ONTARGET
Your job in the interview cycle is to do one thing:
It is NOT to get a job offer.
That is too vague, complex, and hard to control.
Getting a job offer is the result of LUCK, or
successfully (sometimes accidentally), getting
them to fall in love with you.
MAKE THEM FALL IN LOVE WITH YOU!!!

72. ONTARGET
You make them fall in love with you by being SURGICALLY
STRATEGIC!
Be surgically strategic in how you
brand yourself versus the requirements
of the role.
Be surgically strategic in how you
tweak your emails, cover letters,
resumes, examples of work.
Be surgically strategic in the data you
provide in interviews, and in articles
you send later.
Be surgically strategic in citing
examples during interviews.
Be surgically strategic in mirroring the
values, culture, personality, etc. of the
organization, hiring team, hiring manager.
Be surgically strategic in adding their
words to your “interview speak” so that
you mirror their private and public hiring
requirements.
Essentially, at every step, you are drawing
them closer and closer to you, and
creating more distance between you and
your competition.
Remember, people essentially want to hire
nice people, who have good values, are
trustworthy, achievement oriented, and
will make their lives/jobs easier.

73. ONTARGET
In fact, you might call SURGICALLY STRATEGIC, playing
chess, not checkers!

74. ONTARGET
BONUS*BONUS*BONUS

75. ONTARGET
In the NEW MODEL, YOU MUST=THOUGHT LEADER!
Thought leaders have a CLEAR BRAND!
Thought leaders are known for their Subject
Matter Expertise!
Thought leaders are PASSIONATE about their
SME!
Thought leaders RADIATE ENERGY and POSITIVE
EMOTION!
Thought leaders EVANGELIZE!
Thought leaders are ACTIVE on SOCIAL MEDIA!

76. ONTARGET
In the NEW MODEL, YOU MUST=THOUGHT LEADER!
Thought leaders RADIATE ENERGY and POSITIVE
EMOTION!
Thought leaders EVANGELIZE!
Thought leaders are ACTIVE on SOCIAL MEDIA!

77. ONTARGET
In the NEW MODEL, YOU MUST=THOUGHT LEADER!
Thought leaders EVANGELIZE on LinkedIn.
Thought leaders EVANGELIZE in LI groups.
Thought leaders EVANGELIZE on LI with profile
content attachments.
Thought leaders EVANGELIZE on LI with articles
they share, and articles they author.

78. ONTARGET
In the NEW MODEL, YOU MUST=THOUGHT LEADER!
Thought leaders EVANGELIZE on LinkedIn by:
Sharing.
Liking.
Commenting/Replying.
Re-sharing.
Skill endorsements.
Recommendations.
Complimenting.
Educating.
***It is called engaging & participating.

79. ONTARGET
Thought leaders also EVANGELIZE on:
Twitter.
Facebook.
Pinterest.
Google+.
Instagram.
Guru.
Freelancer.
Angellist.com

80. ONTARGET
So…..it is all about:

81. ONTARGET
So…..it is all about:

82. ONTARGET
So…..it is all about:

83. ONTARGET
So…..it is all about:

84. ONTARGET
So…..it is all about:

85. ONTARGET
So…..it is all about:

86. Greg David/President
Laka & Company / Hire Evolution Inc.
Greg.David@Laka.com
Office: 312-528-9107
http://www.linkedin.com/in/gregdavid
https://twitter.com/gregdavidlaka
https://plus.google.com/+gregdavidlaka
http://www.pinterest.com/gregdavidlaka
http://www.facebook.com/gregdavidlaka
24+ years of PERFORMANCE, adding VALUE, &
helping individuals & organizations achieve
something SPECIAL.